Idea Club Newsletter
In the staffing industry, we're experiencing both!
As you know, unemployment has been trending downward for years, making great candidates harder to find. But it's only one of the factors contributing to our nation's current talent crisis: Of course, you don't need me to tell you how painful - and downright dangerous - this candidate drought is. But while your staffing firm has little control over the economic or demographic factors fueling this crisis, you can control how you respond. Adapt to the conditions! Use these innovative recruiting strategies to find the people you need: Trolled Indeed.com (or any job aggregator) lately? Yuck - most of the job postings I read are AWFUL. Boring job titles, dense laundry lists of job duties, weak calls-to-action…what busy, talented person is going to read something like that? You guessed it: They won't. To attract a top candidate's attention - and convince them to apply - revamp your postings: Spending recruiting dollars with a national job aggregator? With a programmatic approach, you can allocate your spend more effectively by using machine-based learning to increase ROI. Programmatic advertising manages the bidding for your jobs based on CPC (cost per click) and CPA (cost per application) to control where you spend, how much you spend, and how many applications you get for each job. With a programmatic approach you can: And that's just the tip of the iceberg. Platforms available from sites like Recruitics.com and AppCast.com provide robust insights (via intuitive dashboards) you can use to ensure those job postings you've worked so hard to retool are being shown to the right candidates - while never overspending to get candidates you don't want or need. Haley Marketing has partnered with Recruitics to bring FREE recruiting analytics to all our job board software clients. And if you need help managing your programmatic efforts, we can help you acquire the software you need or even run your campaigns for you! If you want to dramatically increase applications, you need to dramatically change everything about your application process. Get the dynamite ready; it's time to blow up that old application. Streamline the entire process. And make it quicker and easier for candidates to apply no matter where they are. Here's how: One of our clients was getting less than 10 completed applications per week from their website. We suggested they turn off the full application provided by their ATS and replace it with a "submit resume" form. In the first month after the change, they received 8,000 resumes! Once you've improved the application itself, look for ways to streamline workflow, speed candidate processing and intake, and maximize candidates' opportunities to apply: Haley Marketing has partnered with THREE Chat Solution providers. We can provide you with an automated bot to direct visitors to the right place on your website, interactive live chat integrated with your job board, and coming soon, AI-based chat to provide candidate screening. If you want to know more about our chat and chatbot solutions, please give us a call at 1.888.696.2900. You probably have thousands - if not tens of thousands - of candidates already in your ATS, making it a veritable talent oasis. Put it to work for you: Lots of staffing and recruiting firms post jobs on Google, Facebook and other social platforms. And it's easy to understand why: But slapping up an ad and throwing some money behind it isn't likely to yield droves of qualified candidates. To get great results from social recruiting, re-recruiting and other tools, you have to start with a great strategy. Not surprisingly, staffing firms that use a balanced approach - one that addresses recent visitors to their website, candidates already in their ATS, and targeted audiences who have never engaged with your staffing firm - are the ones that see the greatest improvements in application volume and quality. For example, here's what two of our clients are doing: Start by considering your recruiting challenges and goals: We may be in a recruiting drought, but that doesn't mean you can't keep your candidate funnel full with a steady stream of qualified talent. By adapting your recruiting strategy to include innovative, effective ideas like the ones in this article, your staffing firm will do more than just survive; you'll thrive.Innovative Recruiting Ideas
to Survive the Talent Drought
Feast or famine?
The best way to thrive in a drought?
Retool job postings
Get with the program
(programmatic advertising, that is!).
Did you know…
Revamp your application and related workflow.
Even better? Job seekers can search specifically for "easy apply" jobs on these sites. If your jobs integrate the tech, they'll show up in those searches.
30-Second Case Study…
Did you know…
Better leverage your ATS.
Create an integrated online recruiting strategy.
How could your staffing firm leverage social and re-recruiting?
Seeing a lot of web traffic, but not getting the applications you need?
Target return visitors to your website. By inserting a snippet of code on your job board or other candidate-facing page, you can drop a cookie on the visitor's device. Then, you can display job ads to this audience while they're on Facebook or searching on Google. Want to maximize the value of an underutilized ATS database?
Re-recruit existing candidates. Upload your ATS candidates' email addresses to Google. Then, when one of these individuals searches on Google for specific terms you designate, Google will serve up your job ad at a much lower cost than if you were targeting anyone searching for that term. You can take a similar approach on Facebook, which allows you to upload candidates' email addresses and phone numbers to target. Want to cast a wider net, and reach people who have never engaged with your staffing firm online?
Social recruiting on Facebook allows you to target people who meet specific demographic information like location, field of study, job titles and/or interest categories. Based on criteria you specify, you can promote your job postings to people who are most likely to be interested in them. Want to maximize the value of Facebook Jobs?
Facebook allows your staffing agency to use its Facebook jobs section for free. You can post the relevant information (e.g., title, pay rate, location, job description) and ask up to three questions. Once a Facebook user fills out the required information, the application from Facebook gets sent to two places: the email address of your recruiter that you input into Facebook when originally posting the job, and your company's Facebook inbox.